Fitch Bennett Partners

As part of its expansion, FITCH BENNETT Partners, an international consultancy specializing in direct approach recruitment, transition and career management, is pleased to announce the appointment of Mr. Romain Prouvost as a Partner. With 24 years of experience in Executive Search and HR Consulting, Romain Prouvost supports clients across Europe, specializing in the “Energy & Energy Transition/Sustainability” and “Brokerage/Insurance” sectors. Before joining FITCH BENNETT Partners, Romain worked at Neumann International AG, where he built the foundations of his market expertise in “Energy & Energy Transition/Sustainability” at the European level and in “Brokerage & Insurances”. He then founded KRUGER International, revealing his entrepreneurial mindset and leadership, while strengthening his market position and expanding into new sectors such as Luxury and Retail. After a last professional cycle as “Practices Leader” within AD HOMINEM International, Romain is delighted to be reunited with his peers of the Executive Search & HR Consulting at FITCH BENNETT Partners. Romain holds degrees from Novancia Business School – CCIP, a Master in Communication and a Latin America Master of the ESG Business School. Originally from the North of France (Croix), with a Swiss English mother, Romain has a bicultural background and is fluent in English and Spanish. About FITCH BENNETT Partners: FITCH BENNETT Partners is an international consulting firm specializing in the search for senior executives and leaders. We assist our clients in identifying and recruiting top talent for strategic positions by providing sector-specific expertise and an international network. Romain Prouvost Partner Mobile: +33(0)6 13 61 08 23 Mail: rprouvost@fitchbennettpartners.com

The summer break is always a good moment to discover topics that deserve more attention in HR and leadership.  My attention was drawn to the concept of psychological safety at the workplace. Psychological safety is the belief that one can speak up, share ideas, and admit mistakes without fear of negative consequences. It is not about being nice, but about creating an environment of trust and openness.  Employees are more likely to take risks, ask questions and suggest innovative solutions. The atmosphere encourages learning and continuous improvement. It enables diversity, inclusion and most important innovation. If not, talent leaves silently – or disengages. Of course, this does not mean the loss of accountability, nor suggest that there should be no consequences for poor performance or not following the rules.  Nobody would accept that the doctor does not follow the protocols. Respect and accountability remain non-negotiable. Leaders play a critical role in building psychological safety. By showing humility, listening actively, and acknowledging their own mistakes, thy set tone for others. To be effective, psychology safety must be balanced with clear expectations, accountability, and performance standards. Amy Edmonson’s work shows the impact clearly: highly performing teams are almost always psychologically safe. What about your environment?   Fitch Bennett Partners assisted you in recruiting the best profile? Would be sad seeing them leaving or not performing…. Do not hesitate to contact me Jean-Paul Bissen  Partner

As a complement to our analysis of Executive-level roles, we are launching a new biannual publication focused on the recruitment dynamics of CODIR (Executive Committees) and COMEX (Management Committees) members. For this first edition, our observations for the first half of 2025 reveal several key trends: Finally, two major trends continue to shape the first half of 2025: Richard Lacroix,Fitch Bennett Partners

FITCH BENNETT PARTNERS is pleased to announce the successful completion of a support mission for a leading player in the pharmaceutical industry, assisting in the recruitment of its new Chief Executive Officer (CEO).

Annual evaluations are a key moment for managers. They not only reflect past performance but also reveal the growing expectations companies have in terms of leadership. In a context marked by economic uncertainty, technological acceleration, and organizational transformation, being a good manager is no longer enough. One must now be an agile leader, capable of inspiring and uniting teams. 1️ Transformational Leadership: Embodying Change Today, companies expect managers to be change-makers, not just executors. This requires: Key figures: 2️ Managing Pressure and Rising Expectations With ever more demanding performance objectives, stress is omnipresent. An effective leader must: Key figures: 3️ Aligning with Company Culture and Values Annual evaluations often highlight gaps between a manager’s posture and the company’s expectations. To succeed, a manager must: Key figures: Coaching Support: Turning Expectations Into Growth Opportunities Coaching provides managers with the tools to better understand expectations, strengthen their leadership posture, and align with the company’s strategic ambitions. The goal? To turn these new demands into powerful levers for growth and fulfilment—for both the manager and their teams.

In a world where uncertainty has become the norm, companies must demonstrate agility to navigate periods of crisis and support their strategic transformations. Whether it’s a restructuring, financial recovery, technological shift, or merger-acquisition, the key success factor lies in operational leadership capable of acting immediately and effectively. At Fitch Bennett Partners, we support companies looking for interim leadership and effective change management by mobilizing expert executives able to create impact from the very first weeks of their mission. Why Appoint an Interim Manager During Times of Transformation? When a company’s top management faces a critical situation, it may lack availability, expertise, or perspective to make the best decisions. In these situations, the interim manager acts as a strategic pillar, providing: From Interim Management to Sustainable Transformation Contrary to popular belief, the role of an interim manager is not limited to managing emergencies. Their intervention fits into a broader vision: stabilizing, structuring, and preparing for the future. At Fitch Bennett Partners, we are committed to building a solid bridge between crisis management and sustainable transformation by: Fitch Bennett Partners: A Strategic Lever to Secure and Accelerate Your Transformation Interim management is no longer just a crisis response tool. It has become a strategic solution enabling companies to access, at the right time, the best experts on the market — leaders capable of providing operational continuity and driving change with impact. Is your company looking for an interim manager to secure a key period of transformation or change management? Contact us to discuss your needs!

The executive market is undergoing a major transformation. The turnover of executives seems to be accelerating, not just due to a mechanical increase in departures but because of a profound shift in leadership trajectories. Several factors explain this evolution, combining economic pressures, organizational transformations, and generational transitions. Shorter Terms Under Pressure Companies expect quick results. A CEO or executive must demonstrate their impact in less time than before. In the SBF120, the average tenure of a CEO has decreased from 7 years to approximately 4-5 years. This acceleration is driven by several dynamics: What Are the Implications for Companies? To avoid leadership crises and ensure strategic continuity, companies must rethink their talent management: And you, are you observing this shift in your organizations? How is your company adapting its governance to meet these challenges?

The annual review is a key moment in the relationship between you and your manager. It is an opportunity not only to reflect on your past achievements but also to discuss your future development. One often overlooked aspect of this review is the chance to request personal development or onboarding coaching. Here’s why and how this approach can transform your career. 1. Identify and Refine Your Career Goals Requesting coaching during your annual review allows you to clarify your long-term professional goals. A coach can help you identify your aspirations and develop strategies to achieve them. It’s often difficult to see the path ahead on your own, and an external perspective can offer valuable insights. 2. Develop New Skills Coaching provides the opportunity to acquire new soft skills essential for your professional growth. Whether it’s improving your leadership, communication, or project management skills, a coach can provide the necessary tools to excel in your current and future role. 3. Improve Your Performance and Confidence A coach can help you overcome personal or professional obstacles by boosting your confidence. Through tailored techniques, you can learn to better manage stress, improve your resilience, and enhance your decision-making ability. This personal development often leads to a general improvement in your overall performance. 4. Prepare for a Job Transition If you are about to change positions, coaching can ease this transition. It helps you quickly acquire the necessary skills and understanding of your new role, thus minimizing uncertainties and maximizing your effectiveness from the very first days. 5. Strengthen Your Relationship with Your Manager By bringing up the topic of coaching, you show your manager that you are proactive about your professional development. It also demonstrates your commitment to the company and your willingness to contribute to its success. This initiative can strengthen your relationship with your manager, basing your collaboration on transparency and trust. 6. Increase Your Job Satisfaction Personal and professional development is closely tied to greater job satisfaction. By focusing on your growth during the annual review, you ensure that you are progressing towards roles and responsibilities that motivate and excite you. Don’t hesitate to express this need to your manager so that both you and the company can benefit mutually. Jean-Philippe MÉNÉTRET

In a world undergoing profound transformation, strategic industries form the backbone of France’s sovereignty. Defense, nuclear energy, aeronautics, critical infrastructure, artificial intelligence, and the pharmaceutical industry are not merely economic drivers. They embody our national independence, security, and ability to tackle the challenges of tomorrow. Recruiting for these industries is a strategic mission. It demands not only addressing technical needs but also identifying talents aligned with a vision, values, and a commitment to the national interest. As headhunters, we play a crucial role in this mission. Strategic Industries: Pillars of the Future 1. Defense: A Vital Issue for National Security Modernizing France’s defense capabilities with projects like the Rafale, SCAF (Future Air Combat System), nuclear deterrence, and drones is essential to respond to geopolitical threats. However, the defense industry suffers from an alarming shortage of engineers, technicians, and skilled operators, hindering the realization of strategic ambitions and the deployment of new equipment. 2. Nuclear Energy: A Priority for Energy Independence The revival of nuclear energy in France is central to addressing energy crises and climate objectives. Building EPR reactors by 2035 and maintaining existing plants require thousands of recruits. The sector particularly needs civil engineers, control system specialists, radiation protection experts, and nuclear safety professionals. Yet, it struggles to attract younger generations. 3. Aeronautics and Space: Preserving French Excellence With Airbus, Dassault Aviation, and Ariane Group, France is a global leader in aeronautics and space. Innovations include hydrogen-powered aircraft, autonomous drones, and reusable space launchers. Companies in this sector seek experts in advanced materials, propulsion, and artificial intelligence for these groundbreaking projects. 4. Critical Infrastructure: Ensuring Resilience Strategic infrastructures such as rail networks, power grids, airports, and ports are vital to the country’s functioning. The sector is actively looking for cybersecurity engineers, climate risk management experts, and energy optimization specialists to enhance resilience against increasing risks. 5. Artificial Intelligence and Cybersecurity: Protecting Data and Innovation AI and cybersecurity are crucial for safeguarding digital infrastructures and developing sovereign technologies. Key roles include data scientists specializing in machine learning, cybersecurity analysts, and complex systems architects. 6. Pharmaceutical Industry: Ensuring Health Autonomy The health crisis highlighted the need to control medication production chains. Companies are actively recruiting biochemists, production managers, and pharmaceutical logistics experts to strengthen health autonomy. Recruitment Challenges: A Strategic Mission 1. A Growing Talent Shortage in Critical Sectors Strategic industries face an increasing shortage of skills: 2. Specific Technical and Human Skills Recruiting in these sectors requires dual skill sets: 3. Intensifying International Competition France competes with nations like the U.S., China, and Germany to attract top talent. To remain competitive, it must offer attractive compensation policies, career opportunities, and innovative, high-impact projects. 4. The Challenge of Attracting Younger Generations Strategic industries need to reinvent themselves to appeal to younger generations, who often favor sectors perceived as more modern or environmentally driven. Promoting these industries’ contributions to global challenges, such as energy transition or digital security, is essential. 5. Assessing Commitment and Values Beyond technical skills, candidates must embody values of commitment, resilience, and public service. For headhunters, this means conducting in-depth evaluations of candidates’ motivations. Recruiting for Strategic Industries: A Shared Responsibility Recruiting for strategic industries is not just about filling positions; it is a mission of national interest. Every talent recruited contributes to France’s sovereignty, resilience, and competitiveness. As headhunters, our role is to identify exceptional profiles, guide them, and enable them to engage meaningfully in impactful projects. This responsibility is one we proudly undertake in collaboration with businesses, institutions, and the talents themselves. Together, we help shape a future where France remains a sovereign and competitive nation. Richard Lacroix References

As part of its ongoing development, Fitch Bennett Partners, a consultancy specializing in executive search, interim management, and career management, is pleased to announce the arrival of Mr Nikolai Sytar as Partner.  Nikolai Sytar advises clients across Europe and emerging markets, specializing in executive search and interim management within the technology, sustainability, and services sectors. Before joining Fitch Bennett Partners, Nikolai served as a Senior Consultant at WAYDEN,  where he led transformative projects and implemented AI-driven solutions to enhance  operational efficiency. His career includes leadership roles in education, media, and  international organizations, consistently delivering impactful outcomes. Nikolai holds degrees from NEOMA Business School and Sciences Po Paris, along with a  certification in team crisis management from the Special Military School Saint-Cyr. Fluent  in four languages, he is the co-founder of the Founders Running Club, a global network of  over 20,000 tech entrepreneurs and professionals. Passionate about sports, he is training  for an Ironman while enjoying Paris’s rich culture, history, and cuisine. About Fitch Bennett Partners Fitch Bennett Partners is a consulting firm specializing in the  search for senior executives and leaders. We assist our clients in identifying and recruiting  top talent for strategic positions by providing sector-specific expertise and an international  network. Nikolaï SYTAR Partner Mobile: +33(0)7 45 06 11 07 Mail: nsytar@fitchbennettpartners.com